Overview
The purpose of having disciplinary rules is to maintain a fair, efficient and safe environment for all employees. The Company expects and will enforce reasonable standards of conduct and performance from all employees.
For the most part, your conduct at work should be governed by your own good judgement, your consideration for fellow workers and your respect for the safety and efficiency of the Company.
In general terms, any impact by an employee, which may result in harm to the Company, or any of its employees, will be the cause of disciplinary action. Poor attendance, lateness, idling, poor performance, aggressiveness and abusive language are just a few of the practices that will not be tolerated.
From time to time, you may be given constructive criticism and advice regarding your job. It is important that you respect this advice, accept what has been said and act upon it where appropriate.
In cases of gross misconduct, the employees’ employment may be terminated without notice, following a disciplinary hearing. In all other circumstances, the following procedure will be adopted:
During stages 2 to 6, the following principles apply:
the right of employees to know the allegations/complaints against them;
the right of employees to representation;
the right of employees to defend themselves;
the right of employees to a fair and objective investigation/hearing of the case;
the right of employees to appeal the decision;
the right of the employer to suspend the employee (with pay) to facilitate the investigation;
the right of the employer to enter into the procedure at the appropriate stage, dependent on the issue presented.
1. Counselling
Where appropriate, the employee may be initially counselled about their behaviour or work performance. This is an informal part of the process, and a note of the outcome will be recorded by the employee’s immediate supervisor.
2. Formal verbal warning
In the event of a further breach of conduct, poor attendance or lapse in performance, or should the issue so warrant, the employee will be given a formal verbal warning by his or her immediate supervisor. This warning will be recorded on the employee’s logbook in People HR. Should there be no further breaches in a twelve month period, the warning will be deemed to have expired.
3. First written warning
In the event of a further breach, the employee will be issued with a formal written warning following a disciplinary meeting. This warning will be recorded on the employee’s logbook in People HR, for a period of twelve months. Should there be no further breaches in a twelve month period, the warning will be deemed to have expired.
4. Final written warning
In the event of yet a further breach the employee will be given a final formal written warning following a disciplinary meeting. This warning will be recorded on the employee’s logbook in People HR for a period of twelve months. At this stage the employee may also be suspended without pay if there is a further infringement as an alternative to dismissal or in conjunction with a final written warning. Should there be no further breaches in a twelve month period, the warning will be deemed to have expired.
5. Dismissal
If an employee is guilty of further breaches, the employee may be dismissed following a full and thorough investigation and disciplinary meeting.
The Company reserves the right to enter at any stage of this procedure depending upon the gravity of the matter. The effective date of termination is the date of dismissal.
In cases of gross misconduct warranting summary dismissal, the following procedures apply:
6. Gross misconduct
In cases of serious misconduct such as assault, theft, wilful damage to company property, reporting for work under the influence of alcohol, breaches of trust, etc., the company may summarily dismiss an employee without recourse to the procedure contained in clauses 1 to 4 above. In cases where the company is investigating serious breaches of procedures, it may suspend an employee with pay in order to facilitate the investigation of the particular case. Following investigation of any matter under this clause, the company may decide either to impose another form of discipline, such as suspension without pay and/or final written warning without recourse to the procedure in 1 to 4 above.
Gross misconduct includes, but is not limited to:
Insubordination or refusal to carry out reasonable and lawful instructions. An employee must carry out the supervisor’s lawful instructions even if he/she disagrees with the instructions (i.e. under protest). The matter can be taken up under the Grievance Procedure.
Assault or threatened assault or intimidation of another employee or member of management.
Theft or attempted theft from the Company, its employees or customers, aiding such theft to take place, or concealment of a theft.
Unauthorised possession of goods or documents, which are the property of the Company, any of its employees or customers.
Falsifying Company records or documents, including personnel-related records, time sheets, stock records, medical certificates, expenses, etc.
Reporting for work under the influence of drugs or alcohol, or in possession of alcohol or unprescribed drugs, or partaking of alcohol or unprescribed drugs whilst on duty, such that, in the opinion of the supervisor or manager, the employee is unfit for work.
Deliberate breach of safety regulations likely to cause damage to oneself or other employees.
Failure to comply with the Company’s Health and Safety Statement.
Smoking, vaping or striking a flame in a designated no-smoking area.
Defacing or deliberate damage to or negligence of company machines, equipment, facilities or property of staff or customers.
Possessing firearms or other offensive weapons in the workplace.
Revealing confidential information to unauthorised persons and/or any breach of trust or confidentiality.
Sleeping on the job.
Gambling on Company premises.
Obscene conduct.
Being convicted in court of law, whether committed at work or outside the course of employment, is regarded as undesirable by the company.
Rudeness or other unacceptable behaviour towards customers, franchisees, network members or other employees.
Practical joking or horseplay at work that may endanger the health and safety of fellow employees, customers or members of the public
Harassment, sexual harassment, bullying or victimisation of a fellow employee. (see also Dignity at Work Policy)
Conviction under the Road Traffic Act that prevents an employee from carrying out his/her duties.
Conduct that brings or is likely to bring serious discredit upon the Company.
Engaging in unofficial industrial action and/or official action outside the agreed terms.
Carrying out unauthorised work on Company premises or with Company materials.
Departing from assigned work premises without permission.
Engaging in remunerative employment while absent from work, irrespective of whether the absence is covered by a medical certificate or not.
Falsification of information supplied during the employment process, including application form, references, medical form or verbally at interview, etc.
Failure to comply with correct attendance procedures;
Dishonesty, theft or fraud, including abuse of any of the company benefit schemes.
Wilful failure to comply with company procedures;
Serious breach of information technology and internet use policy;
The above is not intended to be an exhaustive list, nor does its order imply significance.
Any such dismissal will follow a full investigation, in which all of the employee’s rights in natural justice will be respected. The effective date of termination is the date of dismissal.
Representation
It is agreed that at all stages from 1 to 4 above, an employee shall at all times have the right of representation, in line with the Statutory Code of Practice on Grievance and Disciplinary Procedures (SI 146 of 2000).
A representative, for the purposes of the code, includes a colleague of the employee's choice and a registered trade union, but not any other person or body unconnected with the Company.
Appeals
An employee will be entitled to appeal an outcome at any stage of the procedure. The appeal should be made in writing to the CEO, within 5 working days of the employee being informed of the disciplinary action being taken against them. The CEO, or an assigned representative on their behalf, will arrange a meeting with the employee involved. The appeal outcome will be final.
P.O. Doc 5
Issue 3
Issue Date: 18/03/2026
Next Review Date: January 2029
Documented by: Amy Shine
Approved by: Mary Gaffey